Background
Diversity, Equity and Inclusion are core principles at UNDP:  we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.
 
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

I.  Position Information

Job Title: Human Resources and   Knowledge Management Associate

Department: Operations

Reports to:  DRR, Operations Manager 

Grade Level: ICS-7

Bureau: RBAS

Direct Reports: N.A

Position Number: 208006

Position designation:

with no mobility requirement

Duty Station: Rabat

Career Track: General Service

Career Stream: Corporate Operations   - Human Resources        

Contract Modality: FTA Local 

Contract Duration: 1 year FTA

II. Background and Organizational Context
The Human Resources (HR) unit provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO’s agenda and Sustainable Development Goals.  The HR team applies strategic human resource management policies, procedures, programs, and solutions as well as Knowledge Management support to units of the CO– that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive, equitable workplace, good practices, lessons learned, insights, and Knowledge dissemination. 
III. Position Purpose

Under the guidance and supervision of the Deputy Resident Representative, Operations Manager,the HR and KM Associate provides leadership in execution of the full range of CO HR services ensuring their transparency and integrity. The HR and KM Associate promotes a collaborative, client-oriented approach and promotes the maintenance of high staff morale.

The HR and KM Associate may supervise and lead support staff in the HR Unit. The HR and KM Associate works in close collaboration with the Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to exchange information and resolve HR-related issues. The HR and KM Associate will support the CO in the implementation of the corporate knowledge management strategy to set up a customized system of knowledge and a culture of learning. 

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.

IV. Key Duties and Accountabilities

1.) Knowledge Management (KM): Capture, develop, share and effectively use information and knowledge

• Coordinate the development and implementation of a knowledge management strategy aligned with organizational objectives.
• Develop KM tools, and processes that aligns with HR strategies and policies to capture, organize, and disseminate knowledge at the CO level.
• Identify, gather, and categorize relevant knowledge assets, including, good practices, lessons learned, insights, and information. Ensure that these assets are properly documented, stored, and accessible to all team members.
• Manage and organize knowledge repositories, databases, and information systems.
• Ensure information is accurate, up-to-date, and easily accessible to UNDP staff members as well as relevant stakeholders
• Compile area-specific guidelines, relevant links to trainings, standard operating procedures (SOPs) as well as documented best practices within SharePoint and ensure the documentation remains consistently updated.
• Analyze and synthesize statistical data, lessons learned, best practices, and guidelines pertaining to knowledge management and networking initiatives. Communicate these findings internally to foster a culture of continuous learning and heightened awareness. 
• Regularly assess the effectiveness of knowledge management initiatives and make adjustments as necessary.
• Develop and maintain key performance indicators (KPIs) to measure the impact of knowledge management efforts.
• Formulate recommendations that will inform senior management decisions and orient strategic documents and actions aimed at improving the analysis, dissemination, and utilization of available knowledge products.
• Identify training needs related to knowledge management and develop programmes to build capacity within the organization.
• Evaluate and recommend technology solutions to enhance knowledge management processes.
• Stay abreast of emerging tools and trends in knowledge management.

2.)   Ensure administration and implementation of HR strategies and policies. 
Example of Duties:

• Ensure full compliance of HR recording and reporting systems with UN rules and regulations, and UNDP policies, procedures, and strategies (HR for people 2030 strategy); effective implementation of internal controls; and proper functioning of the HR management system.
• Develop and implement detailed action plans to execute key components of the corporate strategy, with a specialized emphasis on HR initiatives aligned with the "People 2030" strategy
• Collaborate with HR team to ensure that all HR initiatives are consistent with and contribute to the achievement of the "People 2030" vision
• facilitate communication and collaboration in the execution of strategic initiatives.
• Develop and implement KPIs to measure the success and impact of HR-related strategic initiatives aligned with the "People 2030" strategy.
• Ensure timely and effective implementation of strategic initiatives.
• Regularly monitor and report on the progress of HR strategy implementation to senior management.
• Provide insights and recommendations based on data analyses for HR-related strategies in the CO.
• Provide support to CO HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR. Adapt processes and procedures where necessary to meet the needs of CO.
• Analyze and elaborate proposals for and implement a strategic approach to CO HR interventions including recruitment, proper use of contractual modalities, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development.
• Analyze and Advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk. 

3.) Ensure effective administration of CO and projects human resources recruitment and personnel processes for PSA contractual modality.
Example of Duties:

• Organize recruitment processes in coordination with GSSC and Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, and submission of compliance review cases as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions.
• Provide advice on recruitment in UNDP projects and facilitate recruitment at the request of partner agencies.
• Facilitate creation and update of positions in ERP, and association and update of positions to chart fields, in coordination with budget owners.
• Follow up with Finance staff and GSSC on Global payroll issues.
• Monitor and track all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations through ERP, in coordination with GSSC as applicable.
• Maintain the CO staffing table and administer CO local rosters where relevant.
• Validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies.
• Initiate contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.

4.) Ensure proper PSA personnel performance management, talent management and career development in the CO.

Example of Duties:

• Facilitate the performance and talent management processes and maintain related data acting as Secretary to formal CO management groups responsible for collectively reviewing and discussing CO staff performance, talent, and development needs.
• Participate in preparation of the CO-wide Learning plan in consultation with the Senior Management, HR Analyst and Talent Development Manager. 

5.) Ensure facilitation of knowledge building, knowledge sharing proper personnel onboarding in the CO. 

Example of Duties:

• Organize training for the Operations and projects staff on HR issues.
• Collaborate with various teams and stakeholders within UNDP Morocco to ensure seamless knowledge sharing and coordination.
• Share information with personnel on corporate learning and development initiatives, systems, and platforms in coordination with the Talent Development Manager.
• Synthesize lessons learned and best practices in HR.
•  Make sound contributions to knowledge networks and communities of practice. 
• Facilitation of the personnel onboarding process and maintenance of the related data; acting as alternative Focal Point for onboarding of newly hired personnel. 
• Participation in preparation of the UNDP onboarding sessions in close collaboration with the Senior Management and UNDP CO Operations team
• Provide input for the co-creation of a local onboarding plan, leveraging corporate resources.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.
Supervisory/Managerial Responsibilities: N.A
V. Requirements:
Education

• Secondary education is required or
• University degree in HR, Business Administration, Public Administration, Social sciences or an equivalent field will be given due consideration but not a requirement.
• Specialized certification in HR is desired.

 Experience, Knowledge, and Skills

• Minimum of 7 years (with high school diploma) or 4 years (with bachelor’s degree) of progressively responsible HR and/or administrative experience at the national or international level is required.          
• Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems such as ERP is required. 
• Relevant HR experience in UN System is an asset.
• Knowledge of analytics tools such as power bi is asset. 

Language Requirements

• Fluency in French as UN language of the duty station is required.
• Fluency in Arabic as national language of the duty station is required for local staff.
• Knowledge of another official united nations language, particularly English, is an asset.

Expected Demonstration of Competencies
Core 

Achieve Results

LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline

Think Innovatively

LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements 

Learn Continuously

LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback

Adapt with Agility 

LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible 
Act with Determination  LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident

Engage and Partner

LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships

Enable Diversity and Inclusion

LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination 

People Management 

N/A

Cross-Functional & Technical competencies (insert up to 7 competencies) 

Thematic Area Name Definition
Business Development Knowledge Facilitation

• Ability to animate individuals and communities of contributors to participate and share, particularly externally

Business Management

Communication

• Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience 
• Ability to manage communications internally and externally, through media, social media and other appropriate channels

Business Management Working with Evidence and Data

• Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making

HR Assessment and Selection

• Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms; ability to effectively align them with specific recruitment needs 

HR Performance Management

• Knowledge of and ability to guide the application of performance management theory, systems and tools, incl. articulation of expectations, setting objectives and performance standards; conducting performance related discussions and performance coaching; ability to develop performance management and appraisal processes that minimize biases

HR Managing Compensation and Benefits

• Ability to design compensation plans which are aligned to current and future organization needs and market conditions; knowledge of and ability to apply the ICSC compensation methodologies and principles. Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments 

HR L&D Planning

• Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment

VI. Keywords

Knowledge management

Performance management

Career management/development

Recruitment

Learning planning

HR transactions

Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.

Disclaimer
 
Important information for US Permanent Residents ('Green Card' holders) 
Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment. 
 
UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.
Applicant information about UNDP rosters
Note: UNDP reserves the right to select one or more candidates from this vacancy announcement.  We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.
 
Non-discrimination
 
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.  
 
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.